Kristen Actis-Grande
SEALED AIR CORP/DEAbout Kristen Actis-Grande
Kristen Actis‑Grande is Chief Financial Officer of Sealed Air (SEE) effective August 25, 2025; she previously served as EVP & CFO of MSC Industrial Supply (2020–2025) and spent 17 years in finance leadership roles at Ingersoll Rand . She holds a BS in Finance from Lehigh University and an MBA from Indiana University’s Kelley School of Business . In Q3 2025, SEE raised full‑year Adjusted EBITDA and Adjusted EPS outlooks; Adjusted EBITDA grew 4% YoY and Adjusted EPS rose 10%, reflecting productivity initiatives and operating discipline under leadership including Actis‑Grande .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| MSC Industrial Supply (NYSE: MSM) | Executive Vice President & CFO | 2020–2025 | Led finance for a complex industrial distributor; recognized for creating shareholder value and portfolio discipline . |
| Ingersoll Rand | Divisional CFO, Compression Technologies & Services; CFO CT&S EMEIA | 2018–2020 | Drove finance and performance management across multi‑region industrial businesses . |
Fixed Compensation
| Component | Amount/Term | Notes |
|---|---|---|
| Base Salary | $730,000 per year | Reviewed annually by People & Compensation Committee; no decrease permitted . |
| Target Annual Bonus | 85% of base salary (prorated for 2025) | Max payout 200% of target; based on corporate goals and individual performance . |
| Sign‑On Cash Bonus | $365,000 (paid within 60 days of start) | Subject to standard repayment agreement . |
Performance Compensation
Annual Incentive (AIP) – Metrics and Weighting
| Metric | Measurement | Weight |
|---|---|---|
| Adjusted EBITDA | Net earnings + interest + taxes + D&A, adjusted to exclude special items | 50% |
| Net Sales | Consolidated net revenues from external customers | 25% |
| Free Cash Flow | Cash from operations less capex | 25% |
Equity Awards (2025 Onboarding and LTI)
| Award Type | Grant Date | Grant Value | Instruments | Vesting / Performance |
|---|---|---|---|---|
| New‑Hire RSUs | Aug 25, 2025 | $2,750,000 | RSUs only | 3‑year ratable vest (1/3 on 8/25/2026, 8/25/2027, 8/25/2028) . |
| Prorated 2025 LTI | Aug 25, 2025 (example value) | ~$512,000 (example if start 8/25/2025) | 50% RSUs / 50% PSUs | RSUs vest over 3 years; PSUs follow 2025–2027 goals used for ELT awards . |
| PSU Plan Design (ELT) | 2025–2027 cycle | N/A | PSUs | Equally weighted Adjusted EBITDA CAGR and ROIC with TSR modifier (Bottom Quartile 75%, Top Quartile 125%) . |
Award Execution and Form 4 Filings
| Filing Date | Reported Transaction | Details |
|---|---|---|
| Aug 26, 2025 | Acquisition (Non‑Open Market) of RSUs | Initial grant reported on Form 4 (period of report 8/25/2025); RSUs reflected as non‑open market acquisition . |
Equity Ownership & Alignment
| Item | Status | Notes |
|---|---|---|
| Initial RSU grant (share count) | Disclosed via Form 4 (non‑open market acquisition) | RSUs vest ratably over 3 years, supporting retention . |
| Stock Ownership Guidelines | 3× salary for Executive Leadership Team; 50% of after‑tax shares must be retained until met | Program enforces sustained ownership and alignment . |
| Hedging/Pledging Policy | Prohibited for executives: no hedging, monetization, margin purchases or pledging of SEE securities | Reinforces alignment and reduces risk of misaligned incentives . |
Employment Terms
| Term | Provision | Economics / Protections |
|---|---|---|
| Employment Start & Status | Start date Aug 25, 2025; at‑will | Standard at‑will employment . |
| Executive Severance Plan (Non‑CIC) | If terminated without cause or resign for good reason: 1× base salary + 1× target bonus, paid over 12 months; 12 months health/welfare benefits | For Actis‑Grande’s current targets, this equates to $730,000 + $620,500 paid over 12 months (illustrative math from disclosed terms) . |
| Executive Severance Plan (CIC, double‑trigger) | If termination within 2 years after change‑in‑control: 2× (base + target bonus) in lump sum; up to 18 months benefits; accelerated vesting of equity (PSUs at ≥target or actual to pre‑CIC quarter) | Illustrative: 2×($730,000 + $620,500) = $2,701,000 lump sum; plus benefits and equity acceleration per plan . |
| Equity Vesting Protections | Double‑trigger vesting upon CIC + qualifying termination; RSU term sheets align to standard provisions | TSR‑modified PSU design mitigates windfall risk . |
| Clawback | Dodd‑Frank compliant clawback policy adopted Oct 2, 2023; recovery of incentive comp upon restatement (regardless of fault) | Actis‑Grande acknowledges SEE’s clawback policy in offer letter . |
| Post‑Employment Covenants | Standard confidentiality, inventions, and restrictive covenants required (Exhibit A) | Non‑compete and related terms not detailed publicly in the filing . |
| Location | Charlotte, NC Headquarters | Eligible for business expense reimbursement and relocation policy . |
Investment Implications
- Pay‑for‑performance alignment: CFO’s annual bonus and PSUs are tied to Adjusted EBITDA, Net Sales/ROIC and relative TSR, with explicit weights and modifiers; clawback and double‑trigger vesting further align incentives with sustainable performance .
- Retention risk appears well‑managed: Time‑vesting RSUs (3‑year ratable) and a prorated 2025 LTI (50/50 RSU/PSU) plus severance protections create meaningful retention hooks without excessive guarantees .
- Insider selling pressure low near‑term: Initial grants were reported as non‑open‑market RSU acquisitions; hedging/pledging prohibitions and ownership guidelines should limit short‑term selling other than tax‑withholdings on vesting .
- Change‑of‑control economics are standard market: No excise tax gross‑ups; double‑trigger required; severance multiples consistent with peer norms, limiting pay inflation risk while ensuring continuity .
- Execution track record: With Actis‑Grande as CFO, SEE reported Q3 2025 Adjusted EBITDA +4% YoY and raised full‑year Adjusted EBITDA/EPS mid‑points, indicating operational discipline during transformation; continued monitoring of cash flow trajectory is warranted as YTD FCF declined vs prior year .